Mindfries vs. a traditional ATS.
An ATS tracks applicants and filters them on keywords. Mindfries isn't another ATS: it evaluates evidence of real engineering skill, so strong engineers don't get lost to keyword filters or polished CVs.
The old pipeline
Every ATS treats hiring as document-matching.
- 1Resume
- 2Keyword match
- 3Single opaque score
- 4Hand to recruiter
Mindfries
A system of understanding, not a scanner.
- 1Public evidence + real work
- 2Ranked on demonstrated depth
- 3Plain-English reasons + gaps
- 4Human decides
Side by side
| Traditional ATS | Mindfries | |
|---|---|---|
| What it reads | Resumes and the keywords in them | Real work: GitHub and GitLab repositories, pull requests and reviews, portfolios and project links |
| How candidates are assessed | Keyword filters and generic tests | A live, role-specific task in a real coding workspace, talked through with an AI interviewer |
| What it tests | Memorised puzzles | Coding, system design and reasoning on real problems |
| What you get | A filtered list or a single opaque score | A ranked shortlist with a plain-English reason for every rank, and the gaps we saw |
| Who decides | Filters can drop candidates before anyone looks | Never an auto-reject: Mindfries recommends, a human makes every call |
| Little public code? | Easily filtered out | Public work is a starting signal, not a requirement; the live assessment gives everyone the same chance |
| What it weighs | Pedigree and polish | Evidence over pedigree: what someone has actually shipped |
We studied 21 hiring platforms — ATS, talent intelligence, AI recruiters. None read real work and explain themselves. That gap is the whole product.
See the four steps in how it works, or read the FAQ.